Sr. People Systems, Compensation & Payroll Business ...

Description Summary The Senior People Systems, Compensation & Payroll Business Partner serves as a strategic advisor and technical expert in HR systems, payroll operations, and total rewards. This position leads the design, administration, and optimization of human resources information systems (HRIS), leave management, payroll processing, and compensation programs. The role ensures accurate and compliant payroll administration, fair and consistent compensation practices, and effective data systems that support agency operations and decision-making. As a key partner to HR leadership, Finance, and internal stakeholders, the position balances operational excellence with forward-looking strategic support. Note: We are accepting applications until 03/01/2026. Build the people infrastructure that keeps public service moving. Prosper Portland is a public sector employer and economic development agency serving Portland. We're hiring a Senior People Systems, Compensation & Payroll Business Partner to strengthen and modernize the operational backbone of our People function. This role sits at the intersection of HR systems, compensation administration, payroll accuracy, and compliance-partnering closely with Finance, IT, and HR colleagues to ensure our practices are efficient, auditable, and employee-centered. You'll lead day-to-day ownership of key people systems and workflows, support compensation practices and position changes, and help ensure payroll and data integrity across the employee lifecycle. If you're the person who sees a messy process and immediately starts mapping a better one-this is your lane. What you'll do: Own and optimize HRIS/people system processes, reporting, and data governance Partner on compensation administration (job documentation, pay practices, internal alignment) Support payroll coordination, controls, and issue resolution (accuracy, timeliness, audit readiness) Build workflows, documentation, and training so managers and employees can self-serve with confidence Translate policy and labor/contract requirements into practical, repeatable processes Why this role High-impact work that improves employee experience and operational integrity in the public sector Visible partnership across the agency with meaningful autonomy Opportunity to help shape systems improvements and future-state tools Functions and Responsibilities People Systems (HRIS) Serve as lead administrator and technical expert for the agency's HRIS and related platforms (e.g., UKG). Manage system configurations, user roles, integrations, and regular upgrades in partnership with IT and external vendors. Ensure data accuracy, system compliance, and reporting capability across all HR systems. Coordinate, implement, and track employee use of leave, including protected leave such as FMLA, OFLA, and OPL. Develop custom reports and dashboards to support workforce analytics, compliance, and strategic planning. Provide end-user support and training across the agency. Payroll Administration Oversee the accurate and timely processing of biweekly payroll, ensuring compliance with applicable laws, internal policies, and labor agreements. Audit payroll reports and resolve discrepancies related to timekeeping, leave, deductions, and compensation changes. Partner with Finance on payroll reconciliation, employee vendor updates in Microsoft Dynamics, tax filings, audits, and year-end reporting (e.g., W-2s). Maintain payroll documentation and standard operating procedures. Provide technical guidance and training to HR and agency staff on payroll processes and related systems Compensation & Classification Administer the agency's classification and compensation program, ensuring alignment with internal consistency, labor agreements, and market data. Conduct job evaluations, salary benchmarking, and FLSA assessments. Prepare compensation recommendations and documentation for reclassifications, new hires, and promotions. Support collective bargaining efforts with compensation data and analysis. Coordinate annual equal pay compliance reviews and develop tools for tracking compensation trends. HR Data & Analytics Analyze and synthesize HR, payroll, and compensation data to identify trends, gaps, and opportunities. Deliver workforce reports that support budgeting, organizational planning, and HR strategy. Support audit, compliance, and reporting requirements related to HR, payroll, and compensation. HR Business Partner CollaborationPartner with HRBPs and Talent Acquisition on job postings, pay decisions, and organizational structure changes. Contribute to the performance evaluation and merit increase process through data coordination and systems oversight. Recommend improvements to policies and procedures that enhance operational consistency, compliance, and efficiency. Scope This position operates at both strategic and operational levels, providing direct oversight of payroll processing, HR systems management, and compensation programs for the organization. The role has high impact on compliance, employee experience, and fiscal accountability. It works closely with HR leadership, Finance, union representatives, and all levels of staff. Competencies Putting People First, Inclusion & Collaboration Interpersonal Skills: Ability to build constructive and trusting relationships. Exercises active listening, tact, patience, and discretion when supporting employees, managers, and partners on sensitive pay and personnel matters. Mission-Driven Service: Ability to provide excellent service by demonstrating a people-oriented mindset and willingness to help. Provides clear guidance and training on HR systems, payroll, and compensation processes. Teamwork: Ability to work with others inclusively and collaboratively. Partners effectively with HR, Finance, IT, vendors, and leadership to deliver accurate outcomes and improve processes. Communication: Effective use of both verbal and written communication. Ability to translate technical information into plain language, document processes, and organize, simplify, and report data and information. Cultural Curiosity and Reflection: Ability to learn and use culturally responsive practices to understand, communicate, and work with people across cultures and identities. Honors and embraces differences and models inclusivity in interactions and decisions. Advancing Equity: Demonstrates a commitment to fair, consistent, and accessible practices. Identifies and helps reduce barriers in systems and processes, and supports compliance with applicable pay and employment requirements. Excellence, Innovation & Learning Knowledge: Advanced knowledge of HRIS administration, payroll and timekeeping, leave administration, and applicable wage and hour and tax requirements. Working knowledge of compensation administration, classification concepts, and operating in a public-sector or similarly regulated environment. Technical Abilities: Advanced ability to configure and administer HR systems; build and validate reports and dashboards; perform reconciliations and audits; analyze data for trends and exceptions; and document, standardize, and improve workflows. Continuous Learning: Openness to new ideas. Seeks feedback, stays current on changing requirements and system capabilities, and learns from experiences to improve service and outcomes. Problem Solving: Applies research, analytical, and creative problem-solving skills to evaluate work and find practical solutions. Exercises sound judgment and ability to interpret and apply law, policy, procedure, and labor agreement requirements to work. Adaptability: Flexibility to respond to shifting and competing work demands. Perseveres in the face of obstacles and maintains accuracy under tight payroll and reporting deadlines. Planning and Organization: Ability to organize work, set priorities, and monitor work independently. Detail-oriented and able to manage cyclical deadlines and multiple projects simultaneously. Accountability: Takes initiative and responsibility for actions. Follows through on commitments and meets deadlines. Maintains confidentiality and protects sensitive employee and financial information. Minimum Education, Training and/or Experience Minimum Qualifications: Five (5) years of progressive experience in HR systems administration, payroll, and compensation/classification. Demonstrated experience administering payroll systems and processes in compliance with applicable labor and tax laws. Strong analytical skills and experience developing HR and payroll reports and dashboards. Experience with HRIS platforms (e.g., UKG, Workday and similar platforms). Preferred Qualifications: Certified Payroll Professional (CPP), SHRM-CP/SCP, or Certified Compensation Professional (CCP). Experience in a unionized, public sector, or nonprofit environment. Familiarity with Human Resources and Finance compliance analysis and public agency compensation structures. Demonstrated commitment to professionalism, confidentiality, and consistent, respectful workplace practices. Physical Requirements Position requires ability to remain in a stationary position for extended periods of time along with the ability to frequently move throughout the office. Position often uses a computer and other standard office equipment. Position must communicate and interact with internal and external stakeholders often regarding complex issues. Working Conditions Normal working hours Monday through Friday [8 AM - 5 PM] in a combination of in-person and remote work; however, additional hours will regularly be needed to meet deadlines. Early morning, evening, and weekend meetings may be necessary. Position may travel to external meetings, properties, or events and may occasionally travel out of the metro area. Assigned work is often politicized, shifting, and complex, which sometimes necessitates working under stressful conditions.

Created: 2026-03-04